A Study on Industrial Relations With Special Reference to Collective Bargaining In Industries At Oragadam Chennai

Abstract

Industrial Relations mean the relationship between employer and employee, not restricted within the premises of an industry but beyond. In other words, Industrial Relation is viewed as the process by which people and their organizations interact at the place of work to establish the terms and conditions of employment. Industrial relations are also called as employment relations, employee-employer relation. Recognizing the employees as a weaker segment and strength of employer, the government has attempted to make the industrial relations more meaningful and healthier by enacting labour laws like The Trade Union Act, 1926, The Industrial Employment (Standing Orders) Act, 1946 and The Industrial Disputes Act, 1947. Recognizing the fundamental right to form an association or union, requiring the employers in the industry to define with sufficient precision, the conditions of employment and make them known to all the concerned workmen, finally making provision for the investigation and amicable settlement of disputes, if any, through the mechanism referred to in the Industrial Disputes Act. This object is emphasized under Article 19 (c) the right to form an association or union in The Constitution of India, 1950. This fundamental right of forming a union is also ascertained by the International Labour Organisation (ILO) through its Convention No. 87 in 1948 and the collective bargaining under Convention Nos. 98 of 1949 and 154 of 1981. newlineUnder these circumstances, is there industrial peace and harmony prevailing in industries? The answer is NO. The object of the government or the ILO in maintaining harmony through amicable industrial relation can be achieved only when the fundamental right to forming an association or union is recognized by the employer. Despite the initiatives by the employer like People Management Practices , Handling Grievances , Trust Building , Communication the employer~employee relationship seems to be strained one. It is well established that collective bargaining is the only tool, which directly influences the industrial relations and this can be achieved only when the employer recognizes the trade union and is willing to negotiate with it. Therefore, until the government makes legislation to recognize the union, any initiative of the employer or the employees will be a mirage. newline newline newline newline